Launching a startup is exciting, but building a team from scratch? That’s where the real challenge begins. The right team can propel your startup to success, while a few wrong hires can derail your momentum quite easily. It’s a founder’s worst nightmare—bringing someone on board who doesn’t fit, doesn’t contribute, or worse, drags the whole team down. So how do you make sure you’re hiring the right people?
We’ve tapped into insights from top industry leaders to give you some context behind what skills you should be looking for at an early-stage in order to ensure that you have the right foundational team to help your business grow. Let’s dive in.
Why do skills matter?
Before we jump into each skill, let’s first chat about why skills are important, especially as a startup.Talent will only take your team so far, they need to be able to fill in the gaps, share workload, delegate, lead, innovate and bring diverse perspectives to the table.
Sound like a lot? It might be, but building a strong foundational team will keep your business growing without the responsibility falling onto you and your partners or co-founders alone.
A well-rounded team can prevent burnout, foster innovation, and ensure that your startup has the resilience to grow. Think of it as a chain reaction. Your first few hires, are likely to hire your next few hires, therefore their impact is crucial when considering who to hire.
Steven Bartlett said this on his Podcast, “good people, hire good people.” Which perfectly & succinctly says it all, make sure your first hires are your best hires.
1. Problem-Solving
As you may know already, startups move fast and growth can be overwhelming, even more so when you have the faintest whiff of investors breathing down your neck. With things moving so quickly, your problem solving skills need to be switched on enough that you can adapt and overcome challenges both effectively and efficiently.
Alexandr Wang, CEO of Scale AI, emphasizes the importance of an internal locus of control—the idea that people who believe they control their destiny are more motivated and resourceful. These are the people who won’t just wait for solutions; they’ll create them.
Aneesh Raman, LinkedIn’s Chief Economic Officer, says it best: “Adaptability is the best way to have agency right now. At the core of managing change is building that muscle of adaptability.” [LinkedIn]
2. Collaboration
Yes, as a founder you often have to solve-problems by yourself, however, once the ball starts moving a collaborative approach is usually more effective now that you have a diverse set of opinions brewing.
Now, it’s not just about agreeing with the boss but rather looking for critical thinkers who challenge your ideas and push back against proposals when necessary are invaluable. They help you see things from different angles, revealing potential pitfalls your own biases might overlook.
That’s not to say that you should go and hire your worst enemy, that’s counter productive, but rather look for individuals who might see things from a different angle, who might propose things that you might not have seen in the past. This will especially help you avoid future challenges that might come up as you grow.
3. Emotional Intelligence
While technical or hard skills are essential, they’re not enough on their own. Emotional intelligence (EQ) plays a pivotal role in a startup’s success.
Jim Janzone, CEO of Yahoo!, highlights the importance of EQ alongside domain expertise when building your early-stage startup. Understanding the business is crucial, but so is the ability to build and maintain strong relationships. In a startup, where the team is small and everyone wears multiple hats, the ability to empathize, communicate effectively, and navigate interpersonal dynamics can make all the difference.
High EQ individuals can manage their own emotions while also understanding and influencing the emotions of others. This skill is particularly important when dealing with the inevitable ups and downs of startup life. Founders who hire for EQ are better positioned to build a resilient, supportive team.
4. Adaptability
In a startup, change is the only constant. That’s why adaptability is a must-have trait for any team member.
This idea is echoed by Adam Grant, who advises hiring for potential rather than just experience. In a startup, you need people who can grow with the company, taking on new roles and responsibilities as the business evolves. The ability to adapt quickly to changing circumstances can be the difference between thriving and just surviving.
5. Cultural Fit
Culture fit isn’t about hiring people who are just like you—it’s about finding individuals who share your core values and are passionate about your vision.
Simon Sinek’s philosophy presented in his book, “Start with WHY” touches on this exact point; when you hire people who believe in your mission, you’re not just building a team, you’re building a movement.
Brené Brown, researcher and author, adds another layer to this by advocating for hiring people who can present accountability, easier than most. In a startup, where failure and setbacks are part of the journey, you need team members who can admit mistakes, learn from them, and keep moving forward.
Sam Altman, the man that brought us GPT (in all its glory), also stresses hiring for values first, suggesting that a team aligned in purpose will be more cohesive and driven.
6. Grit and Ambition
Angela Duckworth’s concept of grit—perseverance and passion for long-term goals is essential in the high-pressure environment of a startup. Jim Janzone’s focus on ambition complements this idea, suggesting that the best hires are those who not only have the drive to succeed but are also willing to push through challenges to achieve their goals.
But how do you identify these traits in potential hires? Look for candidates who have demonstrated resilience in the face of adversity, who have stuck with projects or goals even when the going got tough. These are the people who will stick with your startup through the inevitable rough patches and contribute to its long-term success.
Conclusion
The success of your startup hinges on the team you build. By focusing on the right skills—problem-solving, emotional intelligence, adaptability, and cultural fit—you can create a team that’s not just capable but unstoppable.
Remember, every hire is an investment in your company’s future. Take the time to get it right, and you’ll build a team that’s not only skilled and capable but also passionate, resilient, and aligned with your mission. With the right people in place, there’s no limit to what your startup can achieve.
- Key Points:
- Hiring the right team is critical to startup success: The initial team members set the foundation for your company’s future, making it crucial to choose individuals who can contribute effectively and align with your vision.
- Skills are more important than raw talent: Problem-solving, collaboration, adaptability, and emotional intelligence are essential skills for early-stage startup hires, as they ensure resilience and innovation within the team.
- Collaboration is key to innovation: Hiring critical thinkers who can offer diverse perspectives and challenge ideas constructively will help you identify potential blind spots and avoid future issues.
- Emotional intelligence drives strong team dynamics: In a taxing startup environment, high emotional intelligence helps team members manage relationships and navigate challenges effectively.
- Adaptability is crucial in a constantly changing startup environment: Team members who can adjust to evolving roles and responsibilities will help your startup thrive as it grows and pivots over time.
